As we continue to adjust to the “new normal,” it seems that staffing shortages are here to stay.
Companies across all sectors are continuing to face stiff competition to fill open spots, and the data isn’t very promising. According to the U.S. Chamber of Commerce, there are currently 8.8 million job openings in the U.S., but only 6.3 million unemployed workers, meaning that a full roster of staff members is a luxury few businesses enjoy.
Having too few employees creates a wealth of problems for your business. Not only does it limit the amount of work you can accomplish, but the strain of picking up the extra slack can cause the employees you do have to become overwhelmed and burnt out. If your company is struggling to maintain adequate capacity, here are three points on your employee experience continuum that you can focus on improving to help your organization navigate the staffing crisis.
Reimagine Your Recruiting
As you set your sights on recruiting new talent, it is important to remember that the world has changed significantly over the past three years, and the same old strategies are unlikely to resonate with your prospects. Don’t be afraid to do things differently. Consider that today’s college juniors have had their entire college experience through a pandemic lens. They may have different skill sets and expectations than recruits in the past. If your traditional tactics aren’t gaining much traction, think about where your prospects are and adjust your approach to meet them there.
Another important thing to keep in mind is that recruitment doesn’t exist in a silo. Prepare proactively to take advantage of chances for organic recruitment. Bake recruitment into your everyday networking and operational activities. It doesn’t have to be obvious, even being a subtle spokesperson for how great your company is can be an effective way to attract the attention of those who might be looking for a new opportunity.
A Hiring Process That Works
Great HR leaders know that their highest and best use is not doing the hiring all on their own but coordinating it to include a variety of voices. Prospective workers are accustumed to hearing big promises from folks whose job is to make the position sound good, so hearing from other people throughout the hiring process can be unexpected and impactful.
At HCJ CPAs & Advisors, we utilize a recruiting committee made of staff members from departments throughout the firm, panel interviews, and meet-and-greets to let potential employees hear directly from team members in positions they aspire to. It is a great way to showcase company culture and help a prospect start feeling at home.
Once you are through the interview process and ready to hire, focus on presenting the right offer in the right way. It isn’t just about the salary anymore. Today’s workers understand that things like company culture and work-life balance affect their job satisfaction just as much as their take-home pay. Highlight all the benefits that make your organization stand out and leave some room for negotiation. Showing that you value listening to their needs is a great way to start off a relationship with a new hire.
Retention, Retention, Retention
Recruitment doesn’t stop when the hiring process is complete. Remember, even once they’re through your door, employees are still being beckoned every day by headhunters, LinkedIn messages, and advertisements about open positions. You can’t afford to stop now!
Keeping your employees satisfied and engaged is crucial to navigating a staffing shortage. One great way to do this is by investing in their development. This benefits your organization in two ways: employees will appreciate the opportunity to grow their skills and by investing in staff development, you are adding capacity to your team by leveling up your existing workforce (a strategy known as “quiet hiring”).
One strategy we have employed at HCJ CPAs & Advisors is creating a Career Roadmap. This document outlines skillsets, benefits, expectations, and more for each level at the firm and breaks the specifics down further by department. Showing prospective staff members the long-term opportunities available to them at our firm is a powerful tool for attracting top talent. After all, how can potential employees envision their path to success if you can’t?
Conclusion
It is a difficult landscape out there for those looking to fortify their workforce, that’s why it has never been more important to distinguish yourself as the employer of choice. Rethinking your strategies and showcasing your culture in authentic ways is key when attracting new staff, and investing in developing your existing employees is a great way to boost capacity and retention.
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